BROAD ACTION PLAN AT LBPLEffective Operations and Policies:

The first objective of the HR group is to provide highly effective and clearly understood policies. We need to provide the whole organization with fast and effective HR support in order to liberate employees to focus on growth.

An Organization fully aligned for growth:

Organizations are fluid entities that must respond to new business strategies, external changes and other business priorities. We are no different in that we must make sure our organization is aligned with business priorities such as Supply Chain, Brand and Channel focus.

Developing and retaining World-class Employees:

As we change the way we are organized, new skills and knowledge will be required and must be trained. New business capabilities are highly dependent on developing new capabilities in our people. Additionally we must make sure that we develop the careers of our people appropriately. We have PDP,which, if used to its fullest, is a comprehensive system for managing competency and career development.We must institutionalize PDP as our core people management process.

Enterprise and EmpowermentWhilst developing an enterprising culture is contingent on all of us one of HR’s key tasks is to play a major role in facilitating an environment that allows for greater entrepreneurship. Following or initial round of enterprise culture workshops,empowerment, leadership and coaching, creativity andencouraging risk taking is all considered building blocks for creating an enterprise culture.

Reward and Recognition:It is time to review our pay and benefits package toensure that it is easily understood and moreimportantly, that it motivates and rewards outstandingperformances and growth behaviors.Internal Communications:In a rapidly changing company it is important to keep employees up to date of changes as and when they take place. Communication is key in developing understanding and commitment to the Company vision and ensuring people have the information they need to make more informed decisions. Team briefing is a two-way communications tool that will be used to drive much of our communications.STRATEGIC PROCESS AT LBPL:

Large numbers of managers are involved in the design of the strategy, making sure that the largest possible share of LBPLE expensive and will skill base be put to contribution in this design.The strategic process has been involved into the Business and Corporate Functions, leaving no uncharted territory on the company’s map.Close attention will be brought at all levels of might to the systematic review and implementation of the Specific Action plan in order to monitor progress, take connective action and to bring support if and when necessary.The secret of successful strategy lies in its implementation. And the implementation mainly depends on the employees willing to take up the challenge as a team member.

STRATEGY INTO ACTION:

TEAMS-WORLD CLASS SUPPLY CHAIN:The process by which the Annual Contract and the longer term plans of the Company are decided and agreed is known as Strategy into Action, which is the brain-child of Dr Arnold Hax, Professor of Management, at the Sloan School of Business, U.S.A.SIA involves four distinct phases-Review, Think, Plan and Deliver. It rolls from year to year, building in controls and corrective actions.

It begins with a review of the business and corporate strategy at the MC level, where they work out the Mission /statement and Strategic Thrust. These outline the level of business that is aimed at 3-5 years from now, and give broad directions on how to meet thistarget.The next step is for each Business Unit or ‘Functional’ top team to translate the Company mission and Thrust into Business Unit or Functional Strategies which work out as a Board Action Plan for each unit. BAPs also look ahead up to three years.The BAPs are further broken down into Specific Action Plans (SAPs) which define the exact actions each subgroup or department/section needs to take to achieve the BAP. Measures of success (KPIs) and time frame (milestones) for each action are also drawn up, covering the next year or so.The next step is called ‘Dove-Tailing’, whereby theBusiness Units reveal their plans and the Functions (as service departments) adapt their SIAs to support the Business Unit’s need.

At this stage the budgets are agreed and the annual contract finalized. Work then begins on project briefs for team projects and individuials’ work plans.

Specific key targets are drawn up for every manager who will sub-divide specific tasks among all employees reporting to him.These key tasks. Shown in the arrow chart, are yardsticks by 3which performances are judged through the PDP and PDR processes. The importance of continuos discussions (between the subordinate and the superior throughout the year) is to ensure that 3each task is on target, make changes where necessary and ensure that each task is on target, and determine the direction through feedback and problem solving.Furthermore, the Management Committee Members with their Departmental review all SIAs on a monthly basis. Committee Members with their Departmental Heads and

coded as follows.

IMPLEMENTAION:SIA:

Chain main reports the progress of the company against the plans prepared in precious year and give information about the preparation of the plan for the next year.The 2000 were the first year of implantation of strategy into Action. This is a process which involves a wide base of company management into design of the strategy, and integrates the various businesses and functional strategies into a coherent plan. Its mainpurpose is to set the direction for the employees and for that purpose it is cascaded to company’s own targets and work plans. A large part of the success of SIA lies in its implementation and progress could.It was reported that management Committee believes that implementation of SIA is taking place effectively. All parts of the company are working in the agreed direction and in most cases the progress against the agreed Specific Action Plans (detailed plan for the year) is good. This means that change for the better is happening in all corners of the company.

GROWTH RATE:Growth rate vis-à-vis last year is only a third of what is should be although the growth targets for quarter.STRATEGIES FOR AN EMPLOYEE:Many companies have put in more effort in creating business strategies than in implanting them. Happily this has not been the case with Lever Brothers. This year the Company is expected to reach new heights in terms of achieving a fully integrated approach to setting business strategy, communication of strategy, goal setting, individual work plans and linkage to reward.

Strategy into Action has been a feature of our business for sometime, but this is for the first time that we are introducing it to Company employee at all levels. The modus operandi is as follows; Ensuring individual work plans for all Managers clearly linked to SIA plans. Linking rewards to performance

Planning teamwork in production and engineering departments in each factory Explaining ‘Liberating Rigour’ Unilever says ‘all employees have a shared vision about where we’re going, are equipped with a common set of standards and disciplines, feel they are free to get on with it and achieve excellence in whatever they do’. A point to remember is that Levers’ Strategy into Action Program is a prime example of LiberatingRigour.

POLICIES: -LBPL is working within the boundaries of 5 majorpolicies that are:

 Health and Occupational Safety Policy. Environment Policy Product Safety Policy Training Policy Quantity PolicyHEALTH AND OCCUPATIONAL SAFETY POLICY:They will established and maintain within all operating sites the health and safety at workpolicies, in accordance with the objectives of this policy.strategies and implantation plans also be agreed with the responsible business groups on regular basis by reporting progress and notifying significant safety incidents.They developed design, operate and maintain our manufacturing facilities and process that are safe and without risk to health and life .They will scrutinize all new projects. They introduce and maintain systems, which willestablish appropriate standards of occupational health and safety and verify compliance with these standards by means of regular internal and external.The responsibility to implement this safety policy lies with company’s Chairman and Technical Director, and the same is filtered to the Heads of each business group and respective managers in their areas of responsibility.

ENVIRONMENT POLICY:They are committed to meeting the needs of customers, consumers and society in an environmentally sound and sustainable manner. This will be done through continuoimprovement in environmental laws, regulations and Unlived standards.They agreed environment strategies and implementation plans with the responsible business groups on regular basis by reporting progress and notifying significantenvironmental incidents.

They will develop innovative product and processes, which reduce levels of environmental impact and develop methods of packaging which combine effectiveprotection and presentation with the conservation of raw materials and convenient environmentally appropriate disposal.

TRAINING POLICY:Lever Brothers Pakistan limited will be the foremost consumer Products Company in Pakistan. They will be competitive and innovative to achieve and maintain clear profitable market leadership in all our core businesses.

To develop the potential their people is core the business.they achieve this by providing appropriate learning opportunities to employees at all levels, according to the changing needs of their business.

DECISION-MAKING AT LBPL: -Decision-making can be defined as selection of a course of action from among alternatives. Decision-making is particularly important function of mangers. Almost every management action involves decision-making. Some authorities have even asserted

that decision making is management and that the job of managing is actually the job of making decisions.

DECISION-MAKING AT LBPL: -In Brothers Pakistan Limited the decision process is comprises of three main steps selection.In LBPL the Executive managers Board of Director do not always do the decision making. They take decisions at high levels but the functional decisions have been taken by the functional managers and subordinates has also given the authority to make decisions in their own context more or less. We can see the implication of MBO in their organization, where decision has been taken from top to bottom and bottom to top.

Co-ordination of SHORT-RANGE and Long Rang Plan: -The importance of integrating the two types can hardly be over emphasized, and no short-run plan should be made unless it contributes to the achievement of the relevant long rang plan.CO-ORDINATION OF SHORT-RUN AND LONG-RUN AT LBPL:Lever Brothers Pakistan LTD are efficiently managing the co-ordination between SR and LR plans which we can view from the following examples;

LBPL is now targeting the market of rural areas and creating channel to Market “wheel”. The channel objective is to facilitate rural penetration for wheel in the short run by serving as a feedback market for areas not served by LBPL distributors.

Another project is to sold bread, butter and egg directly to household on a daily basis in many areas of Karachi by vendors on bicycles. The butter delivered is mainly unbranded, from local market. This is a short run planning which will explore the opportunity to deliver Blue Band directly to the consumers.

In this way short-range plans are established and accomplished in accordance to the long rang plans mentioned the “Broad Action Plans”.

MANAGEMENT BY OBJECTIVE

The objectives tell everyone where he or she is going ‘departure from the optimum path to those objectives causes corrective action to be initiated. Thus, MBO is a system of setting up organizational objectives that then because the beginning, middle and end of the operation.

MBO FOLLOWED BY LBPL:-LBPL follows MBO; they have comprehensive managerial system that deals with many key managerial activities in a systematic manner and that is consciously directed toward the effective and efficient achievement of organizational and individual objectives.Firstly, Top managers determine what he or she perceives to be the purpose or mission and the more important goals of the enterprise for a giver period ahead.

Secondly, the organizational roles are properly communicated so that no deviation from the derived objective can practice.Then, subordinates objectives are settled and communicated in order to let them know what is expected from them. Job description, manual and science rules are provided to give them clear idea of their job and the contribution of their job towards achievement of organizational objectives.As one of the target FMCG’s in Pakistan LBPL is managing according to the changing requirement of management. One of which are MBO. As said by Chairman LBPL

“We just cannot escape change. Therefore you should not be afraid of it!”

GARUDA VISION

In mythology Garuda is a high-flying sunbird, the bringer of light. It has the power to see small things in finest detail. These qualities are precisely the ones that Unilever hopes to achieve through Project Garuda, a fully integrated approach to H.R. Information Systems Management, using the Unilever version of Peoplesoft (UVPS).Apart from being an excellent personnel data base, it contains templates by which people processes can be captured and used by both the Business and the concerned individual such as Performance development Planning, including professional skills and competencies and Career Development Planning. Other modules match the Training needs with Learning possibilities, Vacancy tracking and Placement, Recruitment and Reward and Compensation. Individual managers will be able to access their own personalfile through the database an update it themselves, as well as check on the skills and training they need, and to know where they can find courses and learning material.

The Garuda database will provide information on people’s experience, skills, competencies and career plans thus assisting Management in matching resources to the organization’s future plans.For his part, an individual can use the system to search online for development programs to need their skills and competency needs.TREND ANALYSIS:

Using Garuda, one can analyze trends within the workforce (e.g. rates of employee retention and reasons for people a better work environment, which provides higher employee satisfaction and motivation.

BEST PRACTICE SHARING:Garuda can provide instant support from the Unilever-wide knowledge base to assist your own Management Strategy. One can access HR Best Management Practice to help in decision making. One can find procedures and guidelines similar to that of his/her function and find a colleague doing the sane job or working on a similar project who can share his/her experiences working in any other Unilever company.Although the implementation in Levers was very fastcompared to other countries it was also extremely cost effective. They used only one consultant for four days nas compared

to other countries that used multiple consultants for a period of ten months. They intend to go beyond the requirement of the Shared System and implement several other modules in order to take maximum advantages of the Peoplesoft System. Over the next couple ofyears we will roll out the other modules and incorporate all employees on the Garuda system.Simplifying the business and building an Enterprise Culture are two of Unilever’s key strategic thrusts.Project Garuda embodies both these thrusts. Unilever employees possess a wealth of wealth of knowledge. Our aim is to unleash this knowledge by opening up urinformation on people up our information on people, making it available to improve decision making every day, every where.

ORGANIZING OF HUMAN RESOURCEOrganization is like a melody not the individual notes that are important so much as the relationship between them.Organizing is simply the collection of people, combining there efforts to accomplish what none of them could do alone.

Organizing deals with:a. Identification & classification of required activitiesb. Grouping of activities to attend objectivesc. Assignment of each grouping to manager with the authority necessary to supervise it .d. Provision of coordination horizontally & vertically in the organization structure

Organizing at human resource Department of Lever Brothers Pakistan:In the HR department of LBPL altogether 14 people are employed with to deal with its over all working. Basically when they are dealing with HR , in a way we are dealing with over all organizations structure become HR have the functional authority of recruiting, training , selecting to hiring in every department of HR is the most complicated one as it is connected to all the departments .

DELEGATION OF AUTHORITYDelegation of authority is a process by which a manager share some of his work & authority with his subordinates .To delegate means to grant or confer authority from superior to subordinate to accomplishing particular assignment.

DELEGATION OF AUTHORITY AT LBPLAt LBPL authority is decentralized that means manager delegates duties, assigned responsibility (but never ultimate responsibility) & grant authority to the subordinates.

SPAN OF MANAGEMENTSpan of management is the number of subordinates a manager can control efficiently. Narrow span & wide Span are two major types of span of control. In narrow span of organization there are large number of organizational levels but have few employee at every step. In wide span the levels of organization are small in number but have large number of employees at every level

SPAN OF MANAGEMENT AT LBPL HUMAN RESOURCE DEPARTMENT:

Human Resource department of LBPL as mentioned have14 employees working. There is a sort of wide span, They have only three levels of organization covering those 14 people. The help of carefully selected people makes clear policies, which is a great advantage of wide span of management.If we take LBPL as a whole, span of management vary from department to department. In top management they have wide span but as we move on to low levels towards manufacturing area it has a narrow span.

BUSINESS UNIT:Business units are distinct little businesses set up as units in larger companies to ensure that a certain product or product line is promoted and doesn’t lost among other productsBusiness units at LBPL:The four business units at LBPL are:The main function of the business unit of LBPL is1 Brand management2 Management accou8nting3 Planing4 Manufacturing

Brand Management:Brand management is the main function, which deals with pricing and cost effectiveness of the product. The help of quality assurance and quality control maintains brands. LBPL is trying to standardize their brands and the quality of the consumer products.

Management accounting:This function is related to management of accounting records and financial working regarding the product of the unit .Planning:Planning is the next function which deals with the development of strategies regarding expansion and production facilities, launching and re - launching of product, designing and development of new product and their commercial viability, and other research anddevelopment related work.

Manufacturing:This function is related to recruitment of skilled and un skilled labour force for the manufacture of the company’s products.

FUNCTIONAL AUTHORITY:Functional authority is the right that is delegated to a department to control specified processes , practices , policies or other matters related to activities under taken by people in other departments.Functional authority of human resource department of LBPL:

As HRD is responsible for recruiting, selecting, raining & promotion of the employees of LBPL, so it has functional authority in almost all the departments of LBPL.

Functional authority in recruiting:The departments that need the employees for the vacant positions or for new emerged position , reports to HRD with the job descriptions. If new position is introduced then the reasons & requirements of its emergence is reported to HRD. After that HRD analyzethe feasibility of the recruitment & go through the process of selection if feasible otherwise rejects the proposal.Functional authority in transfer & promotion:HRD has functional authority in placing ,posting ,transfer & promotion of employees of over all LBPL after receiving the consultation from the concerned head of the department.By all this we can easily analyze the degree of functional authority HRD possess in LBPL , that the whole human resource management done properly &effectively by this department .

CORPORATE FUNCTION:

HRD of LBPL have four corporate functions:1. Finance2. Human Resource3. Customer & channel Development4. Manufacturing & Supply Chain

Finance:This takes care of financial aspects such as administrative payments, salaries, general expenditure etc related to human resource .It includes:Human Resource:This function is related to making company equipped with human resource .It is related o personnel & general administration related matters such as recruitment, selection, training, promotion & transfer.Customer & Channel Development: In the changing world of management “ sales” is no more use , it is now replaced with customer & channel development . This function deals with development of different channels in order to explore the market to improve sales. e.g buses are covered with high quality , colorful branding images , billboards & the most important “ star wholesalers ” which are basically started to achieve the objective of rural marketing . In this way different channels are explored to reach customers at their door steps.Supply Chain:The key “Strategic Thrust” of LBPL is to “ create a responsive & reliable supply chain ”The phrase supply chain management conjures up different meanings to different people, but one fact is clear to everyone – Businesses have been striving to achieve efficiency in their souring making and delivering operations for a long time.

Supply chain management views all these activities as a single entity rather than relegating fragmented responsibility for various segments in the supply chain to various areas such as purchasing, manufacturing and distribution.

Supply chain covers all activities needed to create and deliver products and services to customers. In the truest sense the supply chain spans from the point where natural resources removed from the ground to the point where they are replaced in the ground ‘from earth to earth’.If we look at Lever Brothers business, the scope of supply chain covers the whole area of souring of materials from their suppliers, bringing them to their factories, manufacturinginto finished products and then delivering to their depots and distributors for onward dispatch to shops for sale.

STAFFINGSelection Process In Lever Brothers Pakistan Ltd.

Determination of need:This is the first and the most important steps in the selection process. HRD evaluate the job, means evaluation with respect to salary for that job in LBPL , & the “going price” for similar position in the other companies .In this way they arrived at the “ comparative value figure ”. After comparative value figure, they specify the ability & minimum personal qualities required for the person who will fill this job. After that they list down the duties, authority & responsibility of that person for that job .SELECTION:LBPL has a very simple selection process. There is no written test fir any post , but they have three rounds of “ competency based interview ”. What do they mean by competency? Intellectual Market Orientation Improved Performance Self – managing Self – confident IntegrityRECRUITMENT: Recruitment is the process of identifying sources for prospective candidates & to stimulate them to apply for jobs. In other words, recruitment is the process of generating applications for specific position.For this purpose HRD conduct screening interview. Company’s recruiting officers visit university campuses like LUMS & IBA, and interview potential candidates. LBPL also recruit internally that is the recruitment from the internal source.Orientation:There is no formal orientation program in the Lever Brothers Pakistan . But the company provides the new employees information like:

1. Company history , products & major operations2. Policies & regulations

3. Rules & regulations regarding :

 Wages Hours of work & overtime Safety & accident Holiday & vacations etc

4. Opportunities Promotion & transfer Job specialization & suggestion system

PERFORMANCE APPRAISAL & CAREER DEVELOPMENT:

“Human being are ambitious by nature. An employer, irrespective of level of employment, keenly participates in the future of his organization and his personnel in particular. The manager should develop a vision for the subordinates to look into the future and make efforts to achieve goals”.The application of performance appraisal in “ lever brothers Pakistan ltd.”Lever brother Pakistan Ltd. appraisal its employees quarterly against the verifiable and attainable objective, what they call it “PDP / PDRPerformance development program / performance development review PDP / PDR

Its basically one of the most important function of HR department, and, human resource conduct it on quarterly basis. The main element of this PDP / PDR are;

 Targets Performance assessment reward and recognition Personal development Organization

TRAINING POLICY OF LBPL:Lever Brothers Pakistan believes that their strength comes from their peoples. They are the primary sources for successful operations and fulfillment of their commitment to customers, shareholders and community.They also believe that people is core to their business. So they will achieve this by providing appropriate learning opportunities to employees at all level, according to the changing need of their business.The company, through delegation by the chairman, vests responsibility in the personnel Director to ensure that any training and learning initiative Is compatible with the company’s training policy and is pursued at all levels, at all sites, and serves primarily to achieve Company long term vision and mission.

METHODS OF TRAINING:Methods of training at LBPL:The training program can be classified into three categories.

 Training of workman Training of Supervisors and Foreman. Training of managers.

TRAINING OF WORKMEN:These training programs are designed for rank and file employees not only at the time of entry into service but subsequently to keep pace with latest improvement in methods.lthese are confined to job skills and knowledge. The following are the different methods of training at this level.

INDUCTION TRAINING:This is a pre-employment training to enable fresh recruits to gain knowledge about the environment in an organization, condition under which they have to work, facilities provided in the organization, relation of their job to other job and acquaintance with theirfellow workmen.

APPRENTICESHIP:This is intended to give sufficient knowledge and skills in those trades where long period of training is required. This type of training includes both theoretical knowledge and actual work experience under the guidance of manager or instructor.This involves personal guidance and coaching by manager or supervisor while the employee is actually performing. Here the employee learns the work by actually doing the job.OFF-THE JOB TRAINING:This requires workmen to leave their workplace forundergoing training in the company or training institute. The methods employed are;

 Special courses and lectures. Seminars and conferences Workshop. Special Courses and Lectures.Like one-day course on fire prevention, first aid and industrial safety, held on 4th December 1999 at the “Khanewal tea factory”. The Management and the NMS of the different departments of the factory attended this training. Some personnel from DPG and WWG also benefited from the training.

The Workshop Comprised of following elements. Safety at side, incident/accident analysisfor safety and Environment. International safety rating system. Planned inspection for safety andEnvironment. Safety rules and work permit system. Emergency preparedness for safety andEnvironment.

Another Workshop was on a “Advance brand communication” (ABC). The objectives of this workshop were:To improve the overall quality of existing Brand communication. To stimulate more growth through a focused and more closely understanding of “THEIR CUSTOMERS”.

TRAINING OF FOREMAN AND SUPERVISORS.The foreman and supervisor constitute fronting of management he at as a link between workman and management. Besides extracting work from workman he must provide proper guidance and instructions to them ensure available to them, suitable facilities fordoing the work.The following are the different methods of training adopted for supervisory level.Induction training Seminar and conferences and lectures Case studies and problem solving methods.

TRAINING OF MANAGERS IN LBPL:In LBPL, there are two categories for the training ofmanagers.

 Junior managers training Senior managers training

In both of them, various short-term and long-term training programs are enclosed for managers.The methods adopted are intended to educate managersin various techniques or tools of management such aswork study, production, planning and motivation of employees.

LEADING:Leading has probably been written about formally researched & informally discussed. More than any other function of management. The importance of all the managerial function one there but now the specific attention is given to this function as well, which isnot well recognized in near past.The definition of leading can be obtained from the article published in 'Fortune' which stated that:" When you boil it all down, contemporary leadership seems to be s matter o all going people towards common goal and empowering them to take the action needed toreach the goal when w discussed the system approach to management, we start from planning then organizing, staffing & after the staffing leading came "

WHAT IS LEADING & LEADERSHIP?As discussed above leading or leadership is a matter of allying people towards a common goalBut how we align people to towards the common goal, keeping in mind that people have different ideology towards work .The answer of this question can be a very simple word that is Motivation.What is motivation?" Technically the motivation can be trace to the Latin word " move " means " to move "

Motivation is the process that start with physiological & psychological deficiencies.

Need  Give rise to  Wants which causes  Tension  give rise toaction  which give rise to Satisfaction

MOTIVATORS:I. Motivators are things that induced an individual to perform.II. Motivators are the identified reward, incentives

Special motivational Techniques:There are some motivational techniques which can be identified & have great impact over satisfying the needs of the individualThese techniques are:1. Money :It may be in the form of wages, piecework (per unit payment, incentives, bonus, stock option, company bond & insurance) we can call money as monetary motivators.Income organization it is consider to be only motivator which in certain other organization, it is considered as secondary motive.2. Participation:The motivation technique received open heartily by organization result is the participation. Here what we meant by participation is recognition, & what we haveconcluded from summary is that only a few people can not be motivated with the participation technique.3. Quality of work life:One of the most important techniques to motivation is Quality Of worklife ( QWL) program.IMPLICATIONS OF QUALITY OF WORK LIFE AT LBPL:Lever Brothers is the market leader of in consumer products. From edible oil to ice cream from soap to tea, from toothpaste to detergent. They are every where, even though the market is deteriorating & economy of the country is going down, the lever Brother stand still & helping the country is it own way. The reason behind the stability of the enterpriseit is infrastructure.Infrastructure can not be stable without people and to make people productive you have keep in mind their wants & needs. Now here we discussed how the Lever Brothers improving the Quality of Worklife of the people.We discuss this with the people of Lever Brothers and find out that they are very much satisfied with the quality of work life in their respected departments.

The survey has been conducted on (QWL) by the group and w found out that, 90% people feel it satisfactory or above average, compare to any other organization.We asked this question to one of the corporate member that what is the reason behind the success you organization?

An enterprise culture is enough with the direction-disciplined focus, interconnection andrelevant information use to maximize the quality of work life; couple with clears desire.

Enterprise people enterprising in terms of skills and discipline enterprising in terms of relevant creativity and enterprising people committed to lead to & interact to deliver growth. These are the essence of enterprise culture.

In the HR department the more emphasis have been given to leading quality of the management, the management trance scheme is employed.

In the first place the intellectual need to be fulfill by the selection of leader among the applicant: Then market orientation f these selectedcandidates After that to improve performance Entrepreneur drive By train them self managing techniques

We can create the leadership quality into manager. And what well attemptedly lead to the high self-confidence & integrity of the manager.

" Enterprise Culture" how can you relate it to QWL ?

Very simple, here we are trying to create a culture which will in future enable us to grow, enterprise culture include several thing for instance; Here we are stretching goals, clears accountability & less risk avoidance behavior Connected creativity:You can relate it one of the aspects of QWL. In connected creativity active listing through linkage internal & external included, us their linkage creativity & overcoming internal hierarchies.

Motivational techniques under the heading of Maslow’s hierarchy and Herzberg’s two factor theory Question: How can we relate your motivational techniques with the Maslow’s hierarchy of need and Herzberg two factor theories of motivation?

In LBPL a concept of these two theories have been implementers successfully but to some extent some needs are greatly fulfil and some do not.Maslow’s Hierarchy of need LBPL Motivational

Technique Herzberg’s two factor theory Self Actualization To ensure the risk tolerance &more entrepreneurial culture

Challenging workAchievements Esteem need People recognized by their ability to perform the task everyone gets equal opportunity toperform and being recognized in LBPL culture. The project of recognition policies has just been launched

Growth in the jobResponsibility advancement recognition Affiliation need T o fulfill the affiliation need of the employees several steps have been taking y the management of the LBPL including several training programs, workshops, entertainment including sports festival.Status Interpersonal relations Quality of supervision Company pollicies administration Security & safety need :LBPL is safety conscious company & greatly emphasized on

health & environment & have specific policies has been developed in this regard Working condition

Job security

Physiological need Highly competitive salaries including several fringed benefits offered to the employee of LBPL SalarySo we can see that more or less every need which covers under the Maslow’s & Herzberg‘s Two factor Theories covered under the motivational techniques ofLBPL .

CONCEPT OF JOB ENRICHMENT & JOB ENLARGEMENT AT LBPL

JOB ENLARGEMENTWhen we go through the LBPL’s enterprise culture we come to know that it is attempt to make job more varied by removing the dullness associated with the performing repetitive operations .In LBPL they do that by job rotation so that person cannot be bore by doingsame task, & it brings novelty in their routine work. LBPL are enlarging the jobs by horizontally dividing it so as to reduce monotony of work, which leading towards

STRENGTHS STRENGTHS Lever Brothers Pakistan Limited is one of the largest organizations in Pakistan. Company has advanced technology and well skilled professionals. The New Sunsilk Shampoo is a high quality product in terms of hair protection. The target market is educated, professionals and belongs to premium and middle

class. Company totally owned, systematic distribution network, transparent communication

system. Participative management style Very good distribution network all over Pakistan, in all major and small cities.

WEAKNESSES WEAKNESSES

Competitor has strong promotional activities. Imported brands also available in the market. Customers are offered better alternatives by the competition.

OPPORTUNITIES OPPORTUNITIES

Population expanding at a rapid rate. Consumers are becoming more quality conscious Current capacity utilization is 80%, which can be further broadened with the increase

in demand. Customer base is increasing with effective marketing. Baby shampoo is another area where Lever Brothers can make huge gains. Shampoo plus conditioner and anti-dandruff shampoos are another area where lever

brothers can earn huge profits. Rural areas are a large prospective market where they can introduce Sunsilk.

THREATS THREATS

Political and Economic factors. Partial Government policies. High rate of competition. Local and Foreign competition.

Smuggling via Afghan Trade Transit is one of the big hurdles faced by Sunsilk. Supplies from Indonesia and Thailand is another important issue.

RRECOMMENDATIONSECOMMENDATIONS

Lever, Pakistan realizes the huge potential of the rural markets, i.e. 72% of the total population, but has not yet developed a successful strategy to penetrate this market. The success of Levers Hindustan should be emulated, which has successfully captured the rural market by two key strategies; firstly, by developing a strong distribution infrastructure and secondly, by adapting the packaging and pricing to this market.

Lever should increase the buying of raw materials from local markets so that it does not have to suffer excessively from devaluation and continuous increase in tariff rates. This would also negate the adverse affect on sales volume due to smuggled foreign product.

Lever should introduce a smaller (100 ml) pack of Sunsilk shampoo in order to capture the lower income segment.

Lever should enter into WEB Marketing.

The Legacy Soccer Foundation sponsored mainly by Levers, should be emulated by Levers Pakistan in the area of cricket since it is the most popular sport in Pakistan.

Levers could also provide consumers with a hot line number where they can call in to complain or to ask specific questions about Lever’s products. These hot line numbers can also advise consumers about their hair type and other hair related queries. Such a strategy would highlight Levers concern for the public as well as helping it to gain market share.

They should increase the frequency of their advertisements on electronic and print media.

They should introduce 2 in 1 composition, i.e. shampoo plus conditioner which is the demand of a huge potential market.

LEVER BROTHERS PAKISTAN LIMITEDLEVER BROTHERS PAKISTAN LIMITED

LBPL, the largest consumer goods producing company in Pakistan, was incorporated here in 1948 and started building their factory at Rahim Yar Khan. This factory was inaugurated formally in 1951 by the then Governor General of Pakistan.

LBPL moved into the personal care product business in 1981. It has gained a major market share due to the introduction of quality brands like Sunsilk, Lifebuoy, Lux and Fair & Lovely.

Lever Brothers was the recipient of Management Association of Pakistan (MAP) and Karachi Stock Exchange awards in recognition of its performance. For the purpose of MAP award, it was judged the best among the companies that have performed well in the areas of Financial Discipline, Management practices such as Risk Management, Corporate Governance, Social Responsibility and Research & Development.

Lever Brothers is committed to investment and modern production facilities thereby contributing to economic growth and employment opportunities.

CCOMPANYOMPANY O OBJECTIVESBJECTIVES

Neither our own nor our major competitors’ objectives are simple or obvious. There are many choices between short term and long-term profit, between growth and cash flow, between growth in assets and growth in earnings, between proportions of earnings paid to share holders as dividends or reinvested.

It is reasonable to assume that these different objectives of different competitors predetermine some of their strategies and tactical behavior.

Assess the concept of product acceptability, credibility and perceived benefits.

Examine consumer’s assessment of the product, in terms of product performance and related benefits.

Explore consumers’ reaction towards packaging.

Understand consumers’ perception of quality advertisement in terms of its impact.

MMISSIONISSION S STATEMENTTATEMENT

The New Sunsilk Shampoo aims at fulfilling the needs of its target market by offering a high quality, assessment of the concept in terms of its acceptability, credibility and perceived benefits, that it offers a healthy choice shampoo alternative to the targeted consumer. The theme of the product shall be anchored around the motto;

“Softness, shine and manageability of Hair”